People & Culture Manager – Talent Management at Strathmore University

Duties & Responsibilities

Talent Management

• In collaboration with the Head of Departments, develop and review the manpower planning strategy;
• Coordinating manpower planning in collaboration with Team leads, to ensure smooth transitions and continuity in service delivery;
• Maintaining a good Employer Brand Proposition and Employee Value Proposition;
• Building a talent pool to provide the University with the right candidates when required;
• Updating the recruitment policies, procedures and tools, to ensure that they are efficient and in line with the Commission for University Education and University Statutes;
• Coordinate interventions that provide knowledge and skills to those involved in the recruitment process.

On boarding, Integration & Re-boarding

• Developing, reviewing and updating the policies, procedures and tools for all onboarding scenarios.

Succession Planning

• Designing succession and contingency frameworks in collaboration with the Head of Department and Executive Director People and Culture (P&C);
• Periodically updating the SU succession plan in collaboration with the Executive Director P&C.

Contracts Management

• In collaboration with Executive Director P&C, Develop, review and update contract management policy and procedure;
• Reviewing and making recommendations on the requisite staff documentation for different types of contracts.

Salary Administration

• Design competitive rewards and compensation strategy through robust benchmarking in the industry and implement pragmatically to enable the University to remain competitive and enable it to attract and retain the right calibre of employees;
• Implementing the approved recommendations of the Job Evaluation process in collaboration with the Executive Director, P&C.

Reporting

• Generate quality, timely and error free reports of the respective Talent Management functions;

Other

• Carry out any other duties as are within the scope, spirit and purpose of the job as requested by the Head of Department.

Minimum Academic Qualifications

• Master’s Degree in Social Sciences, Human Resources, or any other related field from a recognised institution
• At least 5 years’ experience in implementing change in organizations with at least 2 years in a managerial
• Professional qualification in HR and be a member of IHRM
• Have a sound understanding of the Kenyan Labour Laws and related policy framework.
• Experience in an academic institution will be an added advantage